With Massive Monday upon us and around one million employees expected to apply for new jobs this week, there are likely to be many people attending interviews with prospective employers.
And, with so many employees desperate to jump ships as quickly as possible in the new year, they may be more willing than usual to succumb to ‘off-limits’ interview questions to help themselves secure the job.
According to research conducted by TopCV and CV-Library, three in four UK jobseekers are asked ‘off-limits’ questions in an interview, HR News reports.
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According to the survey, these were identified as the most commonly quizzed interview questions which shouldn’t be asked:
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Marital status (38%)
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Age (34%)
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Criminal convictions (32%)
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Disability and illness (25%)
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Children and family planning (25%)
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Place of birth of ethnicity (25%)
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Lifestyle choices (19%)
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Memberships or affiliations (14%)
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Religion (12%)
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Gender or sexual orientation (11%)
Lee Biggins, Founder and CEO of CV-Library said that interviewing for a job interview can be nerve-wracking, particularly if candidates are asked unsuspecting questions.
He said: “While it’s standard practice to be asked questions about previous work experience, as well as personal qualities or skills, in an interview, other questions are less acceptable.”
“This includes anything relating to a candidate’s age, race, ethnicity, sexual orientation, country of national origin or birthplace, disability or family plans.”
And, 2018 research from Hyper Recruitment Solutions found that 85% of interviewers admitted to asking ‘off-limits’ interview questions during the hiring process, People Management reported.
Founder and Managing Director or Hyper Recruitment Solutions (HRS) said that shining a light on what is and isn’t acceptable in the recruitment process is imperative for both employers and employees, to ensure a fair recruitment process is upheld.
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“This research isn’t about suggesting the recruitment process is made easy for interviewees but ensuring that all prospective employees are given a fair and honest opportunity to secure a job based on their skills and ability – not their gender, personal decisions or maternity/paternity choices,” he added.
So, the key takeaway for HR is to ensure that hiring managers and those charged with recruiting swat up on their interview questions. This will ensure that they are asking appropriate questions but also duly interrogating a candidate’s suitability to the job to bag themselves the best hire.
